It is the major manifestation of gender discrimination in corporate establishments. Its most talked about aspect is the sexual harassment of women employees and the attempts to hush up the matter if the harassment comes to light.
Double standards are seen in motion just not in squeezing out carnal pleasures, a direct indicative of the widespread immorality in such work cultures, but are also seen in employment opportunities, in equity of wages and in workplace etiquette expected to be observed.
Tarun Tejpal’s case is a recent one, much talked about, burning example of such a work culture. And it is not just because of the men that the situation has become so discriminating. Sometimes, powerful corporate women, too, play a significant role as we saw the lame excuses and duplicitous attitude of Shoma Chaudhury in Tejpal and Tehelka sex scandal case.
Serious attempts are not being made to address the real issues in real terms. Instead, the emphasis is on easy and escapist measures like reducing the women headcount from the workforce. The practice is gaining serious acceptance in organizations with odd and 24/7 hours working conditions. Such outfits are either slowing or are not hiring women employees so as to avoid being liable for their security. Doing so is the breach and denial of the basic human rights of equal opportunity.
It is true we have many good names, the women achievers, to talk and write about who have created a space for them scaling the top of the corporate management leadership positions yet the real battle lies in bringing uniformity at every level of a workplace.
The Global Gender Gap Index 2012 by the World Economic Forum ranks India at 105th place. The survey was carried in 135 countries.
An observation by UNDP (United Nations Development Programme) says: India has a rich history of women in positions of power, yet the country ranks 129 out of 146 countries on the Gender Inequality Index, and women in India face barriers at all levels in areas such as food insecurity and education. (March 2012)
©/IPR: Santosh Chaubey – https://santoshchaubey.wordpress.com/